'Reward Management Essay\r'

'Recently, Reward Management is an important fictional character in Human Resources Management. Many systems realized the well-being of the reward system , in a personal manner that it could reinforce the employee’s setance, enhance motivation and catch their commitment. For example, when employees know that rewards are tied to their performance, they will feat to perform better and take ownership of their line of descents. Also, it is a motivation that makes employees evolve a sense of operation and take pride in their work, which in persuade improvers ownership.\r\nRemuneration is a major feature for employ. It is the background that why people are working. The contribution of employees to the organization can be compensated in terms of financial or non-monetary terms. Remuneration does not good compensate employees for their efforts, but also affect the recruitment and retention of talented people. There are trinity recommendations for improving performance by using young reward management techniques.\r\nFirst, we would recommend that earnings to be associate to performance, linking to the pay to the quantity of the employee’s output signal or productivity charts, and therefore the remuneration with be depending on the result, whether the outcome is to be of good choice or outstanding quantity. Another type of performance-linked remuneration is performance related pay, where the performance of employee is measured against antecedently set objectives, or compared with the various tasks listed in the job description by using performance judgement system. Based on the above features, we propose to convey in these kinds of features into the reward system. We can hold nearly reward planning, which is related to pay that to encourage virtually of employees.\r\nSecondly, staff motivation can be deepen through the reshaping of working routines and hours. Nowadays, legion(predicate) employees have care about the long working hours and the private bearing being invaded. However, reducing working hours is not perpetually possible due to the huge amount of workload. In ramble to deal with the problem, we would recommend flexi-working hours. The concept of flexi-working is to causa the convenience of the employee without influence the organization’s functioning. Nowadays, many people are busy on working, studying and managing their family life. To such extent, flexi-work allows flexible entry and leaving measure for employee, which is beneficial for employees in managing their time schedule. Being equal to manage their work, study and family life, they are able to withstand a work-life balance, and thus being able to increase their productivity, decline in absenteeism, and reduction in employee derangement and increases their moral.\r\nThirdly, competition among work increases vigorously, and employees tend to undertakes different preparation courses or favor for further study. As a result, we would recommend the linking of training or education sponsorship with the performance. For example, if the employees opt for a course related to their job nature, the corporation can sponsor their cost of training. In order to enhance performance, we suggest the amount of sponsorship to be linked with the employee’s performance, and the payment is to be made upon the in(predicate) completion of the course. To such extent, the employee’s motivation to perform is enhanced, and they are more willing to equip themselves with the needful skills related to their job.\r\nIn conclusion, reward management is requisite in managing the performance of the employee. Remuneration is the major and heretofore the most essential element in employment term, and therefore managing the reward system can effectively enhance the employee’s performance and motivation. Yet, both monetary and non-monetary reward can be used for the said(prenominal) purpose.\r\n'